May 21, 2012
Personel Plus

We like it! The head hunters cast the net

Social networking sites can be an effective recruitment channel. If companies want to acquire new specialists, they should increase their recruitment and image-building activities on social media. It is no longer enough to wait for applications to come in in response to job offers.

We hear a lot about the possibilities offered by social media when it comes to recruiting managers and specialists. It’s no secret that most headhunters use GoldenLine or LinkedIn as one of the search channels for candidates who meet the assumed job profile. We also know that it is worth screening a candidate on social networking sites that are not business-oriented, such as Facebook or our class. Everyone is much more at ease in these places. The content and photos published on the “board” are a hint for the headhunter and an additional element of the candidate’s assessment.

Headhunter in Poland and in the world

What does breaking the stereotype of a head hunter look like in the world? It is much worse. This is mainly due to the age barrier. In IMSA International Executive Search, an organization associating companies providing headhunting services from 17 countries around the world, we represent Poland and we are the youngest consultants in this group.

The headhunter in the world is a mature, conservative person, from 45 to 60 years old, with a lot of experience. Our partners from IMSA admire our openness to social media and innovation in operation, but they are not open to introducing such changes inside their companies. They represent a style of communication with a candidate that today can be attributed to the old headhunting school. Their way of thinking will change over time, but at present, they are not ready for this type of revolution in communication with candidates. Therefore, they focus on telephone and e-mail contact with a selected group of candidates participating in a specific recruitment process.

Their marketing activities are also limited. They assume that their recruitment processes should be shrouded in secrecy. They don’t let candidates get too close. The distance is to build a specific image of a head hunter, which is accompanied by seriousness, often associated with professionalism. However, in our opinion, professionalism remains intact, even if our interviews with candidates will take place in a pleasant atmosphere of mutual accessibility.

The full text of my article is available HERE.